Non-discrimination Policies and Complaint Procedures

  • Americans with Disabilities Act (ADA) and Religious Accommodation 

    The Water Research Foundation (WRF) will make reasonable accommodation for qualified individuals with known disabilities and employees whose work requirements interfere with a religious belief unless doing so would result in an undue hardship to WRF or cause a direct threat to health and safety. If you believe you need accommodation, contact Human Resources. 

  • Equal Employment Opportunity (EEO) and Unlawful Harassment 

    WRF is dedicated to the principles of equal employment opportunity (EEO). We prohibit unlawful discrimination and harassment against applicants or employees based on   age 40 and over, race (including traits historically associated with race, such as hair texture and length, protective hairstyles), sex (including pregnancy, childbirth, or related medical conditions and lactation), gender identify, color, religion, national origin, disability, military status (including membership in the National Guard, Civil Air Patrol, and Virginia Defense Force), genetic information, veteran status, or any other status protected by applicable state or local law. This policy applies to all employees, including managers, supervisors, co-workers, and non-employees such as customers, clients, vendors, consultants, etc. 

  • EEO Harassment

    WRF strives to maintain a work environment free of unlawful harassment. In doing so, WRF prohibits unlawful discrimination against applicants or employees on the basis of age 40 and over, race, sex (including pregnancy, childbirth, or related medical conditions and lactation), sexual orientation (including transgender status), color, religion, national origin, disability, military status (including membership in the National Guard, Civil Air Patrol, and Virginia Defense Force), genetic information, veteran status, or any other status protected by applicable state or local law.  

    Unlawful harassment includes verbal or physical conduct that has the purpose or effect of substantially interfering with an individual’s work performance or creating an intimidating, hostile, or offensive work environment. Actions based on an individual’s age 40 and over, race, sex (including pregnancy, childbirth, or related medical conditions and lactation), sexual 
    orientation (including transgender status), color, religion, national origin, disability, military status (including membership in the National Guard, Civil Air Patrol, and Virginia Defense Force), genetic information, veteran status, or any other status protected by applicable state or local law will not be tolerated. Prohibited behavior may include but is not limited to the following: 

    • Written form such as cartoons, e-mails, posters, drawings, or photographs.
    • Verbal conduct such as epithets, derogatory comments, slurs, or jokes.
    • Physical conduct such as assault or blocking an individual’s movements.

    This policy applies to all employees including managers, co-workers, and non-employees such as customers, clients, vendors, consultants, etc.

  • Sexual Harassment

    Because sexual harassment raises issues that are to some extent unique in comparison to other types of harassment, WRF believes it warrants separate emphasis. 

    WRF strongly opposes sexual harassment and inappropriate sexual conduct. Sexual harassment is defined as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature, when: 

    • Submission to such conduct is made explicitly or implicitly a term or condition of employment.
    • Submission to or rejection of such conduct is used as the basis for decisions affecting an individual’s employment.
    • Such conduct has the purpose or effect of substantially interfering with an individual’s work performance or creating an intimidating, hostile, or offensive work environment.

    Employees and Non-employees are expected to conduct themselves in a professional and businesslike manner at all times. Conduct which may violate this policy includes, but is not limited to, sexually implicit or explicit communications whether in: 

    • Written form, such as cartoons, posters, calendars, notes, letters, e-mails.
    • Verbal form, such as comments, jokes, foul or obscene language of a sexual nature, gossiping or questions about another’s sex life, or repeated unwanted requests for dates.
    • Physical gestures and other nonverbal behavior, such as unwelcome touching, grabbing, fondling, kissing, massaging, and brushing up against another’s body.

    This policy applies to all employees including managers, co-workers, and non-employees such as customers, clients, vendors, consultants, etc. 

  • Complaint Procedure

    If you believe there has been a violation of the ADA, EEO policy or harassment policy based on a protected class, including sexual harassment, please use the following complaint procedure. WRF expects employees and non-employees to make a timely complaint to enable the organization to investigate and correct any behavior that may be in violation of this policy. 
    Report the incident to your manager or Human Resources, and in the case of non-employees to the HR Manager, who will investigate the matter and take corrective action. Your complaint will be kept as confidential as practicable. If you prefer not to go to either of these individuals with your complaint, you should report the incident to the Chief Operating Officer.  

    WRF prohibits retaliation against an employee and non-employees for filing a complaint under this policy or for assisting in a complaint investigation. If you perceive retaliation for making a complaint or your participation in the investigation, please follow the complaint procedure outlined above. The situation will be investigated. 

    If WRF determines that an employee’s behavior is in violation of this policy, disciplinary action will be taken, up to and including termination of employment. If WRF determines that a non-employee’s behavior is in violation of this policy, WRF reserves the right to sever the business relationship.